Tag Archives: people analytics

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Technology has been changing the world around us and HR is no exception to it. HR is just getting used to the move from using technology for managing back office job to using technology to give “on-demand” service to employees. Wearable embedded technology, rapid changes in social media; cloud computing , people analytics using big data are ready tochange the whole workplace.

This series of articles will focus on various aspects of HR and how technology is impacting it.

Recruitment

Trend 1: GOING MOBILE

HOW TO USE IT

Create a compelling mobile “careers” experience, and no having a mobile version of your career website is not the answer. Have a career app which is small, interactive & easy to use. A candidate should be able to apply for a job with one click. Instead of filling a form or attaching resume, let them connect to the app using their LinkedIn profile. Add pre hiring checklists and assessments in the form of games and you’ve got them hooked to you.

Trend 2: SOCIAL RECRUITING

HOW TO USE IT

From the currently used ATS, social recruiting via Linkedin and other social networks has to be galvanized. Use data analytics and social sensing to better understand the relationship between skills, personality, and organizational culture, thus to find right candidates from available talent pool (including both active and passive candidates)

Social media can be used to give personalized experience to various candidates ( look at the examples of targeted advertisements on facebook / linkedin ) , and building personal rapport with talent pool.

Trend 3: ASSESSMENTS

HOW TO USE IT

Consider creating scoring systems based on a candidate’s social networks to find cultural fit (there are tools which can be used to analyse the social feeds of a person, likes & other data). Build on it by using mobile based psychometric assessments.

Use various online gamification tools to identify a person’s interests, knowledge & match with job. Examples for sales: there are various scenario based tools which allows a candidate to choose the approach (will show you whether person opts for value selling or offers a cost based approach)

Trend 4: CANDIDATE RELATIONSHIP MANAGEMENT SYSTEM

HOW TO USE IT

While various tools exist in market, and you will have your own website and hopefully a recruitment app – ensure that they talk to each other. Seamlessly integrated system, which give real time information to your candidates are the need of the hour.

Integrate all the tools that allow you to source applicants, assessing the candidates, conduct video based interviews which can be recorded for future, completing selection process and starting pre-onboarding process. The system should also link with your workforce planning and talent mobility systems (we shall talk more about these in future)

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The views, opinions and positions expressed in the posts are my own, and do not necessarily reflect the views, opinions or positions of Atlas Copco group or any employee thereof.

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